Top Tips for Recruiters – How to Find the Right Talent

There’s a good chance that your company is struggling to find, and retain, good talent. We are at a really interesting point in history where the proliferation of popular talent means that companies looking to hire for the long-run have to work a little harder to make sure that their most recent hire fits into the company culture. For recruiters and hiring managers, this is crucial, as a bad hire can cost a company valuable time and money.

Posted on: Thursday, January 13th, 2022

Here are our top tips for making sure that your most recent hire or job candidate is perfect for the role you have in mind.

1) Keep the business context in mind when reaching out to potential candidates.

If the business you’re hiring for is firm on their requirements, make sure that the candidate you match them with is an exact fit, and not looking for a differnt role. A key critical issue for many candidates now is the possibility of working remotely. While a number of companies have expanded into remote working or hybrid work arrangements, that’s not true with every company.


2) Speak with the manager about what happened with the previous person in that role.

A hiring manager’s best friend is information and that goes double for recruitment. What happened before the role became available? Was the employee let go, or did they retire? Having a full understanding of the person who previously worked in that position is helpful because you can tailor your candidate search to avoid a similar situation in the future.


3) Understand the role fully.

Certain fields are inundated with empty roles, whereas candidates who are interested in those positions are few and far between. If the company has been struggling to fill in the role, it might be worth looking at the position available and seeing what can be done to improve the offering for a future candidate.


4) Understand the CEO and main leadership style.

Fast-paced environments are not good for everyone, and certain management styles can do more harm than good for particular candidates. While a potential hire could be more than capable of filling the vacancy, keep in mind culture fits. Candidates who are not used to a certain managerial style might struggle to fit into the company culture which means that, sooner or later, that role is going to be vacant again.


5) Follow up with everyone – even if they weren’t selected.

Waiting to hear back from anyone about a job is tough, and candidates who are left wondering whether or not they got the position are going to talk – and what they’re going to say is not going to reflect well on the hiring manager or the recruiter. Regardless of whether they were selected or not, reach out to all prospective candidates and find out what their experience of the interview process was. Was it too long, too short, did they feel listened to, did they get an accurate understanding of what the role entailed? It’s easy to write off failed candidates as collateral, but they can be your best source of information about how an interview process works from the other side of the table.


6) Stay aware of best practices in recruitment.

Recruitment is a fast-changing industry, built on the supply and demand of employer and employees, and it’s critical that anyone who hires candidates keep updated on the best professional practices for interviewing and selecting future employees. Not only will a more professional set-up put your candidates at ease, it might make it faster to anticipate personality mis-matches.


7) Do your research.

Today, it’s easy to get information on your competitors, and it’s easy to see why your potential hires go elsewhere and unless you’re in a really niche market, most of that has to do with remuneration and career paths. Stay up to date with what’s happening in your field and what your competitors are offering, and make it a point to try and guide the employer into better choices for the candidate. After all, it’s a competitive world we’re living in!

Furthermore, make sure you truly understand the employment environment.  What personality is the company looking for? What kind of environment a new hire will need to deal with? What changes would the company be happy to make for the right candidate?


8) Add as much information as possible.

Although the job description might not be fully in your control, make sure to get as much information about the role as possible and amend the job description to reflect that. Your candidate will thank you and it’ll be much easier to find a candidate that fits the client’s exact specifications.


9) Set time-frames.

Time frames will help keep everything running as expected, and keep both your employer and all potential candidates informed on what’s happening in the hiring process. This is especially crucial for candidates as they could be speaking to multiple companies.


10) Communicate with everyone.

It’s critical that you talk to the employer, the candidates and the people involved in the team. Building key relationships with both your candidates and your main point of contact at the company can smooth out a lot of issues that could happen during the hiring process.

Looking for more tips on recruitment? Got a question you need answering? Drop us a message; we’re always happy to help!